How to Manage Rapid Change
How to Manage Rapid Change
The economy is changing at a rapid pace; technologically, politically and socially. Professionals and leader managers need to absorb this change.
However, the sad truth is that people often associate negative emotions with change. Emotionally, people feel anxious, uncertain, and worried about change, and some try to resist it.
But since change is inevitable, we must learn to embrace it; because only through change can we improve.
Refusing to adapt to changing circumstances always comes at a price. Therefore, learning how to profit from change is essential.
It's a key skill that all leader managers and HR professionals should develop.
How to embrace change:
1. Expect change.
Change is inevitable. There is no way to avoid it; the difference now is that the pace of change is more rapid than ever before.
The introduction of AI and hybrid working will inevitably create enormous variations in the economy in the next few years.
Resistance is futile. All of us should open our minds to the inevitability of change and embrace it. Figure out how to use it to our best advantage.
2. Stay focused on the goal.
Although circumstances and technology change, the goal remains the same; we must all "Add value to our Marketplace". The Marketplace means our customers, suppliers, stakeholders, work colleagues, and the general public.
Ultimately, the goal for all organisations is to add value. That never changes.
3. Change the plan.
Although our goal remains the same, our plan is always evolving to incorporate new technologies such as AI, new ways of doing business, new ways of working, new laws and regulations, and new expectations.
Flexibility is the order of the day.
4. Sensory acuity.
Sensory acuity means; keep your eyes and ears open!
Observe carefully what is going on. Listen carefully to what is being said. Read everything relating to your industry.
Stay abreast of the latest changes and notice how your plan is working.
5. Enjoy it.
Don't allow the fact that life keeps changing to be a source of stress; instead, make it a feeling of adventure.
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About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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Further Reading in Change Management
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Why do people hate change?
Humans find change difficult. Fundamentally, we are creatures of habit. We operate according to habits which we repeat every day and we find it difficult to change our habits, even our bad habits.
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How can I get people to change?
How can you get people to change? It is clear that you need to improve the current system you are using at work; and that means that you need people to change what they are doing and adopt the new system. But the problem is that most people don't like change...
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Change Should be an Evolution, Not a Revolution
People find it hard to accept change. But for organisations and ourselves to adapt and improve, change is necessary. Change doesn't have to be revolutionary, it can in fact evolutionary. Well organised and well paced.
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A New Vision for Britain
Theresa May promised at the Conservative conference that "a change has got to come" as she outlined her vision for Britain. This new vision will require a radical change in thinking.
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Is the Change Curve Model Real?
The Change Curve model was developed decades ago, to explain the grieving process. Is it appropriate to use it to describe organisational change or are there better models?
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